The science behind unconscious bias: How it impacts diversity and inclusion

Unconscious bias, also known as implicit bias, is a term that refers to thought patterns, judgements, and beliefs that we have that operate outside of our conscious awareness. We all have them.

“We’re taking in so much information from our environment all the time, and one way that our brain deals with so much information is by taking cognitive shortcuts,” Alex explains. “Essentially, we scan our environment, meet a person, and make snap, unconscious claims about the characteristics the person might represent based on what we’re seen in our environment and what we’re familiar with. That could be based on a stereotype.”

So are these unconscious thought patterns always bad?

“Not always,” Alex says. “If we think about first responders, for example, it’s common to see them in uniform. When you see them, you’re more likely to trust them to come and help you. That judgement happens so quickly, and so implicitly.”

Sometimes, unconscious bias can be helpful and keep us safe. But when it applies to how we treat other people, it often results in prejudice, discrimination, and stereotyping. In the workplace, some of the most common types include:

• Affinity: We’re naturally attracted to people who are like us. In the workplace, affinity bias could show up as a manager choosing to promote an employee because they went to the same university.
• Beauty: People perceived as attractive are often seen more favourably. In the workplace, research has found that less attractive people are less likely to be promoted.
• Name: Name bias refers to when we make judgements about a person based on their name and what we think their background is. In the recruitment process, this is especially prevalent on CVs.
• Gender: Gender bias stems from socially created norms, culture, and values relating to gender identity. For example, we’re more likely to picture men as doctors, and women as nurses.
• Age: Age bias means we discriminate against someone based on their age — whether they’re older or younger. In the workplace, older employees may be judged to be slower, or less technically able. Younger employees may be seen as lazy or less motivated.
• Halo/horns: Halo/horns bias refers to our tendency to use our positive or negative impression of a person to make judgements about their character.